Human Resources People Partner NA - Myerstown

Bayer•Myerstown, PA

23h•Onsite

About The Position

At Bayer, we are seeking a dynamic HR People Partner to join our team at our Myerstown manufacturing site. In this pivotal role, you will be a valued trusted advisor, working collaboratively with business leaders and employees to enhance our workplace culture and effectively address key people-related opportunities. Your expertise in hiring, termination, performance management, and rewards will be essential in fostering a positive and productive workplace. As an HR People Partner, you will play a crucial role in driving organizational change by supporting talent-related aspects of structural transformations and facilitating seamless talent integration. You will advocate for HR programs by effectively communicating the business value of our initiatives and managing program rollouts to ensure minimal disruption to operations. Additionally, you will work in partnership with business leaders and our talent management, staffing, and recruiting teams on critical talent initiatives, including workforce planning, high-potential employee development, and succession planning. If you are passionate about making a meaningful impact in a manufacturing environment and possess the skills to drive HR excellence, we invite you to apply and join our team!

Requirements

Deep and broad knowledge of operational HR portfolio
Strong business acumen and understanding of related business drivers, challenges, and opportunities
Excellent interpersonal and consultation skills, including building trustful relationships
Strong problem-solving capabilities with a solution orientation
Team player and collaborator
Proficient in project and stakeholder management
Strong organizational skills
Competence and willingness to leverage digital technology, data and AI

Nice To Haves

Relevant university degree
At least 5 years of HR experience

Responsibilities

Serve as an embedded HR consultant in daily operations, partnering closely with site and business leaders to stabilize workforce performance through data-based insights and pragmatic solutions
Provide timely, high-volume, real-time issue resolution by being visible and accessible to employees and leaders (including on the shop floor) and by aligning actions to shift schedules, attendance, and safety/conduct needs
Deliver on-demand coaching, consultation, and data-based analysis to leaders with a strong focus on employee relations and risk mitigation (including investigations, discipline/corrective action, attendance management, and policy enforcement) and tight coordination with Legal and Employee Relations COEs as needed
Integrated Talent Management (workforce planning for coverage/continuity; retention and attrition control; talent reviews and development; DEI consultations; succession planning in partnership with Talent/Staffing)
Employee Issue Management (investigations; discipline and corrective action; attendance management; policy interpretation and enforcement; compliance and legal needs, in a production and manufacturing environment and/or corporate office)
Culture, Change, and Organization Management (support org and team changes that may impact schedules, roles, pay, and safety protocols; drive leader consistency; communicate change in clear, repetitive, and often face-to-face ways)
Total Rewards (annual compensation practices; recognition; and ad-hoc compensation support, including guidance during operational changes that affect pay practices)
Manage and resolve individual cases through the AskHR platform and other channels, providing local HR expertise that prevents escalation, reduces grievances, and minimizes labor disruption
Proactively share relevant HR information and clarify policies through effective communication channels (including leader toolkits, employee touchpoints, and self-service resources), using messaging that is simple, repetitive, and practical for shift-based environments
Participate in site projects and transformation initiatives, partnering with Talent Leads, HR Site Heads, HR Operations, and Focus Areas to implement people solutions that improve workforce stability (e.g., shift staffing, skill certification/bench depth, and continuity planning)
Act as a role model for VACC behaviors within the Dynamic Shared Ownership framework, serving as a stabilizer and guardrail by fostering inclusion, accountability, consistent leader practices, and agile ways of working.